Добірка наукової літератури з теми "Organizational and managerial structure"

Purpose – The purpose of this paper is to determine whether there is a relationship among leadership, action, social, and personal competencies of managers in modern organizational structure types and whether a relationship exists between a company's organizational structure and performance. Design/methodology/approach – A questionnaire was carried out among top managers in Slovene mid- and large-sized companies. The relationship among managerial competencies, the choice of organizational structure type and the company effectiveness were measured with a value-added approach. The method of structural models was used for establishing the affect among individual variables. Findings – The results support the hypothesized effect of managerial competencies on a company's organizational structure type. The effect of a modern, horizontal organizational structure on a company's performance and growth on the market facilitates the achievement of higher value added as well as has a direct impact of managerial competencies on a company's performance. Research limitations/implications – The study was limited to mid- and large-sized companies in Slovenia. Only top managers were included in the study as they are the ones that are responsible and have the largest influence in creating a company's organizational structure. Practical implications – The paper includes implications to those organizations in the process of restructuring and for those companies that are prepared to modify traditional principles of management participation. Originality/value – To the authors knowledge no research studies were found that examined the affect and relation of top management competencies with respect to different organizational structures.

As new roles emerge in organizations, it becomes critical to understand how organizational structure can impede or enable the managerial discretion available to role incumbents. We leverage the rich context provided by the emergent role of sustainability managers to examine the interplay between the top-down forces of structure and the bottom-up influences of managerial discretion in shaping new organizational roles over time. We analyzed qualitative data collected from in-depth interviews with sustainability managers in 21 case study organizations in India and Australia, supplemented with archival and observational data. We identified three organizational configurations, with varying levels of top-down structural and bottom-up managerial discretion dynamics at play. Each configuration had different implications for the manager’s role. Our analysis suggests that the third configuration—with semi-structured formalization and a decentralized sustainability program—provided the most conducive conditions for managers to use their discretion to champion innovative sustainability initiatives. New managerial roles in the other configurations, however, do not have to be static. With the maturation of organizational programs and active championing by managers, the structuring of organizational functions and managerial roles can co-evolve. Our findings describe a process of “shaping and being shaped,” as structure and managerial discretion co-evolve over time.

The expansive research on innovation in organizations has primarily followed a technological imperative, postulating that organizations organize their innovation efforts through research and development (R&D) activities. Theories of innovation are thus shaped mosdy from the studies of technology-based innovations in the manufacturing sector, yet are applied in all contexts. This article advocates research on managerial innovations - new approaches to devise strategy and structure of tasks and units, modify the organization's management processes and administrative systems, motivate and reward organizational members, and enable organizational adaptation and change. We examine the conceptual development, generation and adoption processes, antecedents, and influences of managerial innovation on organizational conduct. By increasing an understanding of managerial innovation, this article aims to complement existing theories of innovation derived from the studies of technological innovations and thus help extend and advance theory and research on innovation process and outcome in organizations.

Managerial accounting tools are vital controlling techniques to businesses. Nevertheless, the acceptance of managerial accounting tools in business might challenge directors in Tra Vinh’s business environment. The current research employed multiple regression analyses to investigate the influence of the acceptance of managerial accounting tools in Tra Vinh’s enterprises. The empirical findings demonstrate the usefulness of managerial accounting tools, environmental uncertainty, the structure of corporate governance, organizational interdependence and organizational size have positive impacts on the acceptance of managerial accounting tools in business. The structure of corporate governance and the usefulness of managerial accounting tools are the two strongest factors determining the acceptance of managerial accounting tools in business. The current research will help directors in Tra Vinh’s enterprises establish efficient managerial accounting tools in business that are suitable to the usefulness of managerial accounting tools, environmental uncertainty, the structure of corporate governance, organizational interdependence, and organizational size, so that they can gain the best possible effectiveness.

A theoretical model of managerial careers is presented which links two organizational characteristics (structure and growth) to the pattern of managerial careers within an organization. Different combinations of these characteristics give rise to different organizational career logics (OCLs), which are the rationalities an observer imputes to the pattern of work role transitions within a firm. Each OCL is associated with its own distinctive pattern of work role transition, and a framework for classifying these transitions is described which allows the differences to be made manifest. Three ideal-type OCLs are described, and the perspective is illustrated by reference to work role transition patterns in four large British manufacturing firms. Additional sources of variance are discussed: some are predicted by the OCL perspective and some arise as the result of choices made by individual managers within the overall framework of their firm's OCL. A simple two-dimensional model of individual choice is presented. Each OCL and its associated pattern of transitions is also likely to develop different skills and expertise in its managers; the paper concludes by discussing what these different forms of expertise might be.

This study aims to analyze the factors that influence the organizational performance of BAPAREKRAF (The Ministry of Tourism and Creative Economic). BAPAREKRAF is the spearhead of a government agency for developing Indonesia's creative economy. This study's respondents are whole civil servants and civil servant candidates in BAPAREKRAF, in 194 respondents. This research shows that transformational leadership, organizational culture, managerial competence, organizational structure, and organizational trust affect organizational performance, but transactional leadership does not affect organizational performance. Besides that, transformational leadership, organizational culture, organizational structure affect organizational trust, but transactional leadership and managerial competence do not affect organizational trust. Furthermore, transformational leadership, transactional leadership, organizational culture, and organizational structure can be mediated by the trust in organizational performance. However, managerial cannot be mediated by trust in BAPAREKRAF's performance in realizing.

This paper presents a hybrid organizational structure chosen by a corporation as a means to combine the benefits of centralization and decentralization. The hybrid structure is the result of a restructuring effort by a coal company in Kentucky under the directive of its parent corporation to ensure maximum resource utilization within a more streamlined organizational structure. Through an observation of the restructuring process, we are able to demonstrate how and why it is important for top-level managers to understand and make the best use of the intricate synergism between information technology and organizational structure. The strategic implications of a hybrid structure and the roles of information technology in organizational changes are explored. We argue that a hybrid structure is a viable and strategically valuable structural alternative, especially for highly diversified conglomerates that grow through mergers and acquisitions of other companies.

The quality of preschool education is directly dependent on the professional level of teachers. Educational programs of the master’s level of higher education, in the specialty 012 preschool education, provide an opportunity to acquire professional competencies of preschool education specialists, including managerial ones.The managerial competence of the future master of preschool education is considered as a complex integral personal-professional characteristic, which is manifested in knowledge, aspiration, readiness and ability to professionally perform organizational and managerial functions in ZDO, effectively solve complex professional problems.The main components of managerial competence are the following: cognitive (complex of managerial knowledge and understanding of the essence of administrative activity in the field of vocational education), motivational and value (set of values and motives of administrative activity), communicative (set of professional-personal qualities and communicative skills) and organizational-activity management skills and skills of practical solution of complex management tasks).Considering the system of indicators as an ideal model of the studied personal and professional characteristics of the future master of preschool education, with which the real phenomenon is compared and the degree of conformity of the sample is established. The main function of the allocation of indicators of the formation of managerial competence ‒ is to assess the degree of realization of the goal and diagnosis of deviations of the properties of the object from the accepted sample.The articles define the structure and variable characteristics of the indicators of the formation of managerial competence of the future kindergarten specialist. Keywords: managerial competence of the future master of preschool education, cognitive, motivational and value, communicative, organizational-activity components of managerial competence, master of preschool education.

Estimated worldwide losses due to cybercrime are approximately $375-575 billion annually, affecting governments, business organizations, economies, and society. With globalization on the rise, even small businesses conduct transactions worldwide through the use of information technology (IT), leaving these small businesses vulnerable to the intrusion of their networks. The purpose of this multiple case study was to explore the managerial strategies of small manufacturing business owners to protect their financial assets, data, and intellectual property from cybercrime. The conceptual framework was systems thinking and action theory. Participants included 4 small manufacturing business owners in the midwestern region of the United States. Data were collected via face-to-face interviews with owners, company documentation, and observations. Member checking was used to help ensure data reliability and validity. Four themes emerged from the data analysis: organizational policies, IT structure, managerial strategies, and assessment and action. Through effective IT security and protocols, proactive managerial strategies, and continuous evaluation of the organization's system, the small business owner can sustain the business and protect it against potential cyberattacks on the organization's network. The findings of the study have implications for positive social change by informing managers regarding (a) the elimination or reduction of cybercrimes, (b) the protection of customers' information, and (c) the prevention of future breaches by implementing effective managerial strategies to protect individuals in society.

Abstract Background Occupational Burnout is one of the greatest challenges affecting the labour markets today. It is mainly caused by prolonged stress exposure due to the psychosocial work environment and is nowadays the fastest growing cause of long-term sick leave in Sweden. It therefor affects both the society, organisation and individual. It is thus a managerial concern to manage and structure the organisations in a sustainable way that maximises the use of human resources, rather than burning them out.    Purpose The aim of the thesis is to investigate the high level of sick-leave or burnout due to organisational and managerial factors in the Swedish educational sector, by focusing on the role leadership, organisational and psychosocial work environment plays in preventing/causing employees’ burnout. The authors attempt to contribute knowledge on why theory may not match reality in this case, as statistics of sickleave due to stressrelated illness remains high. Methods In this qualitative study principals, administrators, and teachers of four public compulsory schools in Jönköping and Öckerö are interviewed. Using semi-structured interviews, data is gathered, coded and analysed in relation to modern research literature on the topic of burnout as well as Swedish Work Environment Authority guidelines, to spot key elements of positive and negative factors which have affected the stress situations of the schools’ employees. Several factors from organizational and leadership perspective are examined to assist organizations to avoid or prevent burnout.   Results Prevalence of high burnout rates in schools in the cases studied, was associated with recent large reorganization of employees and administration; weak and inefficient leadership which did not strive to build relationships and open communication with teachers; low integration between sectors and working groups; lack of support and monitoring of stressed employees; low ability of employees to contribute to their workplace environments; the shortage of budgets issued by municipality.   Conclusions 1.The reason sick leave related to stress and burnout is high in the cases studied, is that implementation of research and policy guidelines is lacking behind in schools which suffer from employee stress related issues. As well as the current management model of the public sector may not benefit to prevent employee burnout.   2. It is possible to avoid employee burnout through adjusting the management and organizational structure, as adaptations toward dealing with employees’ stress are showing a positive sign on preventing the development of burnout.

This thesis deals with a proposal of changes in the organizational structure of the company VELUX Czech Republic Ltd., with respect to changes in its industry sector. Changes in this sphere are the opportunities and threats coming from the external environment of the company which the company management must be able to respond to. The proposed changes in the organizational structure should contribute to the achievement of company strategic goals.

The purpose of this dissertation is to understand the managerial â actionâ of public administrators in the management of their organizations within the brazilian context. It seeks to understand the relationships between managers and formal management mechanisms by exploring the complementary nature of the effective managerial action in the face of structural deficiencies and flaws, considering the possibility of overcoming the structuralism-subjectivism dichotomy present in the construction of the Theory of Organizations. Initially, the study provides a review of the literature on organizational design. It highlights the â goodness of fitâ proposition on strategic choice issues concerning the main organizational variables design and organizational goal attainment. It also calls special attention to the emerging interest of designing theorists on interpretivist aproachs to the matter, such that of Karl Weick. A review of the the administrative reforms in Brazil is made from the perspective of the main stream organizational design conceptual framework. It highlights the complex dynamics of a constant search for differenciation and flexibilization subject to patherns of advances and reversals, due to the centrality, streng and pervasiveness of the bureaucratic model. It is concluded that in no single given moment, a public manager and his team, may count on a formal organizational design wich attends the â congruencyâ criteria, devised by organizational design conceptual frameworks, to explain organizational results in different environmental sets. Although this conclusion may explain failure at the public sector, it can not provide understanding on the many instances of significative success attained by government operations in spite of inadequate formal administrative structures. This point calls for a better understanding from the interpretivist aproach, on how public administrators, strongly associated with good organizational results, engage into transformative action, in order to superate administrative structures flaws and disfuncional cultural patherns of conduct, structurally present and constantly reproduced, in vigorous develloping countries, such as Brazil. The dissertation transcribes the testimony of four outstanding public administrators, doing a deep incursion in the managerial real world of public administration, as subjectivelly defined by them and transformed by their engagement into action.Through the thematic version of the Oral History methodology, full segments of the complete enterviews are cathegorized into the thirty two managerial strategies captured wich are presented on a recathegorized manner under eight main strategies: (1) Interchanging Frames of Reference; (2) Exploring the Formal Limits; (3) Playing the Bureaucracy Game; (4) Inducing the Inclusion of Others (5)Promoting Internal Cohesion; (6) Creating Shields against Transgressions; (7) Overcoming Internal Restrictions; (8) Letting the Structures Blossom. Each one of these eight blocks of strategies presented, deserves further reflexive interpretation by the author, on the light of the interpretivist aproach to organizational design. A final effort is made, now on theory building, for improuving understanding on the matter. In order to find a significant meaning underlining all the strategies extracted from the â practical constiounessâ of the enterviweers as revealed in their report, the author resort to a methafor. This methafor helps to: (1) better describe and understand a not adequately treated phenomenon, namely, good results under inadequate structural social and organizational conditions; (2) reveal the logic and the meaning underlining all the strategies adopted to generate results under these unfaithfull conditions; (3) name, accordingly to the nature of the managerial transformative social action envolved, an open ended class of managerial interventions of a pragmatic sort driven by an ethics of results much common to good managers, that is, the concept of â managerial equalizationâ ; and (4) give back to public administrators, represented by the enterviwees, to be incorporated in their â discursive counciousnessâ , something the most effective and experienced public managers already have as tacit knowledge built in their â practical counsciousnessâ , and so, help the education and development of new talents.
Ph. D.

Aim: There is a growing body of literature that recognizes the importance of Social Enterprises (SE) to improve the welfare of society. Few empirical studies have attempted to investigate what are the challenges SEs face and how they manage them. A number of researchers have reported that SEs often have a negative connotation. The aim of this study is to investigate challenges social enterprises face in Sweden.Method: The study adopted a Qualitative approach. Primary data is gathered by interviewing 10 managers of social enterprise from 5 different SEs in Sweden. The interview was made in three different locations, Gävle, Uppsala and Tierp. De-coding the qualitative research data through content analysis, an interpretive analysis was used classifying the data concerning responses by highlighting important messages.Findings and Conclusion: SEs face diverse challenges: Funding, Public Image, Sales, Network and Cooperation, Governance/Structure, Leadership and Management. One of the more significant finding to emerge from this study is that, the foundations-access to finance is one of the critical challenges on which the fate of each SE depends. Most of the times, societies do not acknowledge the role of social enterprises and the values they bring to the society. From this, SEs cannot attract support of any kind. SEs lack the understanding and significance of marketing. Making people understanding SEs’s role, would provide them with a positive public image and thereafter support.Suggestions for future research: The study has a small sample size and results cannot be generalizable. A natural progression of this work is to analyse: Challenges on SEs with focus on Society, The impact of Society on SEs, Public identity of SEs and importance of Society.Contribution of the thesis: Dependency on fundraising, grants and donations are heavily connected with widespread lack of understanding the impact of SEs on society. SEs managers should apply different marketing tactics to communicate their role in welfare of the community.

This qualitative research study examined managerial perceptions of employee motivation. A widely studied yet complex topic, motivation continues to allude managers, leading to managerial assumptions about what is motivating to employees. The purpose of this study was to explore employee motivation through the co-participation of managers and subordinates in a job crafting intervention. A 1-hour version of the Job Crafting Exercise was conducted for eight managers and eight subordinates for a total of 16 research participants. Three weeks following the job crafting intervention, an open-ended survey was distributed separately to managers and subordinates. Findings indicated changes in the task, relational, and cognitive boundaries of subordinate?s jobs, and an increase in motivation as a result of co-participation in a job crafting intervention. Managers also gained greater insight about subordinates through participating in the Job Crafting Exercise and made actionable next steps with employees at the conclusion of the intervention.

Thesis (M.S. in Management)--Naval Postgraduate School, June 2000.
Thesis advisors: Haga, William J. ; Evered, Roger. "June 2000." Includes bibliographical references (p. 179-181). Also Available online.

Context: Software industry is looking for new methods and opportunities to reduce the project management problems and operational costs. Cloud Computing concept is providing answers to these problems. Cloud Computing is made possible with the availability of high internet bandwidth. Cloud Computing is providing wide range of various services to varied customer base. Cloud Computing has some key elements such as on-demand services, large pool of configurable computing resources and minimal management effort to the users. The software organizations are looking for cloud benefits to address the project management problems. Objectives: The study is to identify various cloud benefits for addressing project management problems faced by software industry. The study is also investigates various challenges or problems faced by the organizations while using cloud computing environment. The solutions or suggestions to overcome these identified cloud challenges are also produced in this study. Cloud benefits across different cloud types also found during this study. Methods: Systematic literature review is conducted across eight databases to find different cloud benefits and challenges for the organizations to address the project management problems. Interview study is conducted across industrial experts working in cloud computing environment. Interview study is to check the status of cloud benefits and challenges found through systematic literature review and find new additions. The solutions and suggestions are also found to address the cloud challenges through both methodologies. Results: A total of 21 cloud benefits and 12 challenges found across 43 primary studies through systematic literature review. 26 cloud benefits and 14 cloud challenges found through interview study among 7 cloud computing industry experts. 6 cloud benefits and 2 cloud challenges found through this study are not available in existing literature. Cloud benefits across different types are also discussed in this study. Conclusion: This study identifies various cloud benefits and cloud challenges for organizations to address project management problems. Cloud utilizing organization has to differentiate its project management problems for identifying cloud type. Cloud utilizing organization has to take care of the challenges at the time of writing Service Level Agreements (SLAs) with the help of third party organization.

Дисертація на здобуття наукового ступеня доктора філософії за спеціальністю 073 – Менеджмент (07 – Управління та адміністрування). – Національний технічний університет "Харківський політехнічний інститут" Міністерства освіти і науки України, м. Харків, 2019. Роботу виконано на кафедрі Менеджменту інноваційного підприємництва та міжнародних економічних відносин Національного технічного університету "Харківський політехнічний інститут" Міністерства освіти і науки України. З дисертацією можна ознайомитись у бібліотеці Національного технічного університету "Харківський політехнічний інститут" за адресою: 61002, м. Харків, вул. Кирпичова, 2. Об'єктом дослідження є новітні процеси формування інноваційного потенціалу на промислових підприємствах галузі промислової автоматики України на основі підвищення інноваційної сприйнятливості персоналу. Предметом дослідження є сукупність теоретичних, методичних і практичних положень і розробок, що впливають на інноваційну сприйнятливість персоналу промислового підприємства галузі промислової автоматики. Дисертаційне дослідження присвячене застосуванню інновацій в структурі управління персоналом на ринку промислової автоматики і переймання європейського досвіду управління. Розглянуто передовий світовий досвід щодо формування комерційної структури на ринку промислової автоматики. Проаналізовано тенденції розвитку комерційного відділу, відділу навчання персоналу, основні напрямки та методи управління кадрами. Інтегральним результатом дисертаційного дослідження є розроблення та наукове обґрунтування концептуальних положень, теоретичних засад, методичних та практичних рекомендацій щодо формування підходів до підвищення інноваційної сприйнятливості персоналу на промислових підприємствах, зокрема на ринку промислової автоматики. На підставі цього інноваційні впровадження мають позитивний результат та призводять до підвищення прибутку підприємства. При вирішенні завдань наукового дослідження застосовано: методи аналізу, системного підходу, логічного, експертних оцінок, порівняльного та графічного аналізу, індексний, сценарний підхід, графоаналітичний, економіко-математичного та параметрично-індексного моделювання. У вступі обґрунтовано актуальність задач дослідження, показано зв'язок роботи з науковими програмами, планами, темами, наведена наукова новизна та сформульоване практичне значення отриманих результатів. В першому розділі здійснено огляд світових тенденції інноваційного розвитку. Представлено та обґрунтовано понятійний апарат формування організаційно-економічних засобів щодо розвитку інноваційної сприйнятливості персоналу. Комплексна система взаємодії факторів організаційно-управлінської системи яка має синергетичний ефект від забезпечення інноваційної сприйнятливості персоналу на основі цільової розробки інтерактивних заходів даного підвищення. Сформована концептуальна схема забезпечення інноваційної сприйнятливості орієнтації підприємства на інноваційних ринках. У другому розділі представлено аналіз тенденцій і стратегій розвитку передових зарубіжних і українських компаній, на зарубіжному і українському ринку промислової автоматики. Аналіз системи управління персоналом українських компаній галузі промислової автоматики. Запропоновано його форми, методи збору, аналізу та узагальнення результатів за поданням об'єктивних значень впливу підсистем системи управління персоналом підприємств на рівень інноваційної сприйнятливості персоналу. Обґрунтовано необхідність розвитку інноваційно-інформаційного забезпечення підсистем системи управління персоналом на основі розвитку корпоративних систем інтерактивної орієнтації за вектором інноваційної сприйнятливості. Представлені перспективи щодо підвищення інтеграції конструкторсько-технологічних і комерційно-збутових рішень щодо вдосконалення орієнтації організаційно-управлінської структури на підвищення інноваційної сприйнятливості персоналу. В третьому розділі обґрунтовано захід з інноваційно-інформаційного забезпечення розвитку і орієнтації організаційно-управлінської структури та системи управління персоналом за вектором інноваційної сприйнятливості персоналу. Запропоновані індекси інформаційності. Запропоновано алгоритм методичного підходу щодо орієнтації організаційно-економічних умов підвищення інноваційної сприйнятливості потенціалу системи управління персоналу в рамках організаційно-управлінської системи на основі інноваційної орієнтації персоналу. Вдосконалено формат підсистем і функцій системи управління персоналу в ТОВ "ВО ОВЕН". Проведено порівняльний аналіз підвищення рівня інноваційної сприйнятливості персоналу для українських підприємств зокрема по компанії ТОВ "ВО ОВЕН". Обґрунтовано і представлені типові корисні ефекти від підвищення інноваційної сприйнятливості потенціалу системи управління персоналу. Сформована комплексна індекс параметричну модель. Запропоновані індекси-вимірювачі. Результати досліджень дозволили отримати низку наукових результатів: - вперше запропоновано підхід до формування організаційно-економічних засобів управління інноваційною активністю персоналу на основі вектору впровадження заходів цільового комплексу інноваційної сприйнятливості системи управління персоналом, який на відміну від існуючих дозволяє системно та безперервно формувати потенціал системи управління персоналу на підставі односпрямованих цільових заходів, підвищувати інноваційну сприйнятливість персоналу промислових підприємств в умовах забезпечення їх ефективності на інноваційних ринках; - підхід до обґрунтування та систематизації комплексу факторів, які впливають на підвищення інноваційної сприйнятливості персоналу, з урахуванням специфіки галузі промислової автоматики, що дозволяє на відміну від попередніх узагальнень врахувати синергетичний ефект від забезпечення організаційно-управлінської складової роботи персоналу на основі цільової розробки інтерактивних заходів даного підвищення; - методичний підхід до аналізу системи управління персоналом підприємства, який дає можливість здійснювати системну орієнтацію її підсистем і функцій на основі вектору інноваційної сприйнятливості, що на відміну від існуючих містить систему вимірників їх впливу на інноваційну активність персоналу, що дозволяє розробляти цільові організаційно-управлінські заходи з діагностики стану і підвищення ефективності індивідуальної участі персоналу в інноваційній діяльності підприємства з урахуванням специфіки галузі промислової автоматики; - систему цільового формування інформаційно-комунікативних корпоративних мереж з точки зору розвитку їх рівня інноваційної сприйнятливості персоналу, яка на відміну від існуючих стимулює і посилює цільову орієнтацію комунікативних функцій систем управління персоналом та забезпечує підвищення ефективності використання інноваційно-інформаційної складової їх підсистем, що сприяє підвищенню конкурентоздатності підприємства галузі промислової автоматики; дістали подальшого розвитку: - підхід до підвищення інноваційної сприйнятливості персоналу комерційної служби підприємства галузі промислової автоматики, який на відміну від існуючого дозволяє забезпечити стратегію підвищення ефективності продажів за рахунок готових рішень по типу "finished solution" без використання системних інтеграторів в умовах розвитку інноваційних ринків, що дає можливість підвищити прибуток підприємства; - модель взаємодії організаційно-економічних і управлінських засобів підвищення інноваційної сприйнятливості персоналу підприємства галузі промислової автоматики на інтерактивній основі, яка дозволяє форматувати склад підсистем системи управління персоналом з урахуванням специфіки інноваційної стратегії підприємства, що на відміну від існуючих моделей дозволяє системно орієнтувати дані засоби на підвищення інноваційної сприйнятливості персоналу і розвитку інноваційних ринків промислової автоматики. Зв'язок роботи з науковими програмами, планами, темами: дисертаційну роботу виконано на кафедрі Менеджменту інноваційного підприємництва та міжнародних економічних відносин НТУ "ХПІ" МОН у межах господарсько-договірної науково-дослідної роботи К6705 "Дослідження організаційно-економічних проблем з підвищення інноваційної сприйнятливості підприємств до нових технологій" (№ДР 0118U002012). Практичне значення одержаних результатів полягає в тому, що теоретичні, методологічні та методичні положення, висновки і рекомендації дисертаційної роботи доведені до рівня практичних розробок та впроваджені в діяльність підприємств Харківської області: ТОВ "ВО ОВЕН" (АКТ № 23/04-18 від 23.04.2018 р.), ТОВ "ЕВЕРЕСТ КОМПАНІ" (АКТ № 2/11-01 від 02.11.2018 р.), ТОВ "ШВЕЙЦАРСЬКИЙ БІЗНЕС СЕРВІС ІНСТИТУТ"/ТОВ "БРИТАНСЬКИЙ МОВНИЙ ТАБІР "АВС САМР" (Довідка №09/12-1 від 09.12.2018 р.), ТОВ "КАПІТАН" (Довідка №14/01-1 від 14.01.2019 р.), КНП ХОР "ОГВВ" (Довідка № 93 від 28.01.2019 р.), ТОВ "ПРОМАГРОІНЖИНІРІНГ" (АКТ №30/01-19-1 від 30.01.2019 р.), ТОВ "ТАЛМІКС" (Довідка №4/2-1 від 04.02.2019 р.), НТУ "ХПІ" (АКТ від 25.03.2019 р.), ТОВ НПП "НАФТАЕНЕРГОПРОМ" (Довідка №303 від 18.09.2019 р.).
The thesis is submitted to obtain a scientific degree of Doctor of Philosophy, specialty 073 – Management (07 – Management and administration). – National Technical University "Kharkiv Polytechnic Institute", Kharkiv, 2019. The work was carried out at the Department of Management of Innovative Entrepreneurship and International Economic Relations of the National Technical University "Kharkiv Polytechnic Institute" of the Ministry of Education and Science of Ukraine. The dissertation is available at the Library of the National Technical University "Kharkiv Polytechnic Institute" at 61002, Kharkiv, st. Kirpichova str., 2. The object of the research is the latest processes of the formation of innovative potential at industrial enterprises in the field of industrial automation of Ukraine based on increasing the innovative susceptibility of personnel. The subject of the study is a set of theoretical, methodological and practical provisions and developments that affect the innovative susceptibility of the personnel of an industrial enterprise in the field of industrial automation. The dissertation research is devoted to the application of innovations in the structure of personnel management in the industrial automation market and the borrowing of European management experience. The international best practices in the formation of a commercial structure in the industrial automation market are considered. The development trends of the commercial department, the personnel training department, the main areas and methods of personnel management are analyzed. When solving the problems of scientific research, the following methods were applied: analysis methods, a systematic approach, logical, expert assessments, comparative and graphical analysis, an index, scenario approach, graphoanalytic, economic-mathematical and parametric-index modeling. In the introduction, the relevance of the research objectives is substantiated, the relationship of work with scientific programs, plans, topics is shown, the scientific novelty is given, and the practical significance of the results is formulated. The first chapter provides an overview of global trends in innovative development. Submitted and justifiably conceptual apparatus for the formation of organizational and economic means for the development of innovative staff susceptibility. An integrated system of interaction of factors of the organizational and managerial system which has a synergistic effect from ensuring innovative staff receptivity based on the targeted development of interactive measures for this increase. The prevailing conceptual scheme for ensuring the innovative susceptibility of enterprise orientation in innovative markets. The second section presents an analysis of trends and development strategies of advanced foreign and Ukrainian companies in the foreign and Ukrainian industrial automation markets. Analysis of the personnel management system of Ukrainian companies in the field of industrial automation. Its forms, methods for collecting, analyzing and summarizing the results on the presentation of objective values of the influence of subsystems of the personnel management system of enterprises on the level of innovative susceptibility of personnel are proposed. The necessity of the development of innovative information support for the subsystems of the personnel management system based on the development of corporate systems of interactive orientation along the vector of innovative susceptibility is substantiated.The presented prospects for increasing the integration of design, technological and commercial marketing solutions to improve the orientation of the organizational and managerial structure to increase the innovative susceptibility of staff. In the third section, the event on innovation and information support for the development and orientation of the organizational and managerial structure and personnel management system by the vector of innovative susceptibility of personnel is justified. Suggested indices of informativeness. An algorithm of a methodological approach to the orientation of organizational and economic conditions is proposed to increase the innovative susceptibility of the potential of the personnel management system within the framework of the organizational and management system based on the innovative orientation of personnel. The format of the subsystems and functions of the personnel management system at LLC "ME OVEN" has been improved. A comparative analysis of the increase in the level of innovative susceptibility of personnel for Ukrainian enterprises, in particular for the company LLC “ME OVEN”, was carried out. Justified and presented are typical beneficial effects of increasing the innovative susceptibility of the potential of the personnel management system. The prevailing complex index is a parametric model. Proposed indexes meters.The research results allowed to obtain a number of scientific results: - for the first time, an approach to the formation of organizational and economic tools for managing innovative activity of personnel on the basis of the implementation vector of the target complex of the innovative susceptibility of the personnel management system, in contrast to the existing ones, allows systematically and continuously building the potential of the personnel management system based on unidirectional targeted measures, increasing the innovative sensitivity of personnel industrial enterprises in the conditions of ensuring their effectiveness on innovation markets; - a methodological approach to the analysis of the personnel management system, which makes it possible to carry out a system orientation of its subsystems and functions on the basis of the vector of innovative susceptibility, which, unlike the existing ones, contains a system of measuring instruments for their impact on the innovative activity of personnel, and allows developing targeted organizational and managerial measures for diagnosing the condition and increase the efficiency of individual participation of personnel in the innovative activities of the enterprise, taking into account the specifics of the industry automation; - a system for the targeted formation of information and communication corporate networks from the point of view of developing their level of innovative personnel susceptibility, which, unlike the existing ones, stimulates and strengthens the target orientation of the communicative functions of personnel management systems and improves the efficiency of using the innovative information component of their subsystems, helps to increase the competitiveness of the enterprise areas of industrial automation; - the approach to substantiating and systematizing a set of factors affecting the increase in the innovative susceptibility of personnel, taking into account the specifics of the field of industrial automation, allows, in contrast to previous generalizations, to take into account the synergistic effect of ensuring the organizational and managerial component of the personnel’s work based on the targeted development of interactive measures for this increase. received further development: - an approach to increasing the innovative susceptibility of the personnel of the commercial service of an enterprise in the field of industrial automation, which, unlike the existing one, provides a strategy to increase sales efficiency through ready-made solutions of the “finished solution” type without the use of system integrators in the development of innovative markets makes it possible to increase the profit of the enterprise; - a model of interaction of organizational, economic and managerial means of increasing the innovative susceptibility of enterprise personnel in the field of industrial automation on an interactive basis, which allows you to format the composition of the subsystems of the personnel management system taking into account the specifics of the innovative strategy of the enterprise, unlike existing models, it allows you to systematically orient these funds to increase innovative susceptibility personnel and the development of innovative markets for industrial automation.

The textbook discusses the issues of managing the competitiveness of organizations and territories, including the theory of competition, its role in the economy, types and strategies of competition. Meets the requirements of the federal state educational standards of higher education of the latest generation. It is intended for university students studying in bachelor's and master's degrees in the areas of training "Management", "Economics", "State and Municipal Management", "Housing and communal infrastructure", "Trade", "Quality Management", as well as in engineering and technological areas and specialties studying disciplines of economic, organizational and managerial cycles; for graduate students, students of business schools and advanced training and retraining courses. It can be useful for university teachers, employees of research and consulting firms, business structures, managers and specialists of enterprises.

Chapter 3 describes the contributions of managerial and organizational perspectives, namely strategic management theory, game theory, bargaining power theory, organization theory, and stakeholder theory, to the understanding of cooperative strategy. Strategic management theory draws attention to the need for prospective partners to achieve a fit between their respective strategies so as to achieve each party’s objectives. Game theory provides valuable insights into the possible attitudes of one’s partner in cooperation. Bargaining power models provide expectations for how the relative contributions of partners determine the structure and strategic direction of cooperative ventures. Organization theory’s contribution comes through its consideration of resource dependency in relation to partner power and control, learning, and how to organize alliances. Stakeholder theory suggests that when firms seek cooperative solutions to joint needs, they become stakeholders in each other’s organization and thus incur an interest in the success of their partners as well as themselves.

Increasing competition in the organizational environment and strengthening human capital can greatly contribute to the ability to close existing gaps in the development process and ensure a more competitive level, and the professional development process includes not only setting career goals and training agreements, but also evaluations and the feedback needed to assess progress. By optimizing nonverbal skills and forming impression management strategies promoted by psychological training in enhancing the knowledge and skills of police employees, they serve as a basis for organizational projects designed to facilitate self-realization of internal potential and stimulate their involvement in the organization. Organizational behavior is the study of the behaviors of individuals, which involves understanding, predicting and controlling human behavior, models and structures, in order to improve the environment, performance and efficiency of the organization. The original of this paper is that the research results led to the identification of components and mechanisms for producing change at the macro-, meso- and microsocial level, which uses a perpetual mobilization of social actors in organizations. Another novelty, for a wider geographical area of ​​scientific research, is the application of an intervention methodology in the training impression management strategies through nonverbal communication, with the purpose and purpose in developing relational skills and optimizing professional activity. The information obtained in research on nonverbal communication and impression management tactics on the organizational environment, can be applied for the development of programs for organizational counseling activities, business coaching and large-scale developmental training, promoted through managerial and corporate profile.

Authentic educational management supports and stimulates, by all possible means, the process of organization and functioning of educational organizations, in their essence, referring to the content, structure, process, which naturally involves the decentralization of educational management, of all its hierarchical structures, the efficient applicability of methods, techniques and tools, as well as the approach of modern managerial practices. These involve the organization of educational structures, the promotion of school autonomy with all its advantages, together with the positive effects arising from these actions of major importance, which work together to ensure access conditions and school success- a fundamental objective of educational management, from the whole system to the school level. The general managerial objectives at the level of both global and local educational system, of the school itself, correlate, one by one, with the new orientations and realities appropriate to a democratic and open society, with the directions of the education reform. They are organically linked to the value system and express the perspective of the development of education, values that ensure socio-human progress. The objectives of the paper are the analysis of educational management and its impact on schools and the identification of appropriate managerial procedures in order to increase educational performance. The research include the ways in which the quality of the managerial act contribute to improving the satisfaction of the direct beneficiaries of the instructive-educational process, regarding the acquisition of new skills. These beneficiaries are students.

The article provides material on the formation of the Soviet financial system in the 1920s. One of the main problems of this period was the shortage of qualified financial and banking specialists. The current situation required real changes in organizational and personnel work. Much attention was paid to strengthening the managerial staff of party members and sympathizers. The article on the example of the Irkutsk province reveals the attempts of the Soviet authorities to solve the personnel issue and optimize the work of financial and credit structures.

This paper describes the development of a case-behind problem solving exercise that emphasizes the managerial and the engineering aspects of a real life project. Using the real life example of a quality initiative project that was completed at a laundry detergent plant of a international company, a series of modular exercises have been developed on topics such as organizational structure, process capability, six sigma, and Taguchi methods. The exercise modules have been developed by referring to the Bloom’s six levels of cognitive learning process. This paper provides some of the highlights of the exercise development process that may be useful to educators interested in developing their own case study-based exercises or adapting the available ones to suit their needs.

An integrated management system encompasses all management and assessment activities. The organizational structure of the Federal Office for Radiation Protection (BfS) quality management system is able to merge existing and future requirements. In this context the BfS management system encompasses quality management and radiation protection requirements as well as safety management, mining requirements and those of testing and calibration laboratories. Its structure allows the integration of function-specific management systems as well as specific requirements. The quality management system has taken into account the existing structure of documents to improve acceptability for the extended approach. Integrating management systems should enhance managerial and operational effectiveness. Whether or not this goal can or has been achieved is still a lingering question. A well-proven method to assess the effectiveness of any management system is auditing. Audits are designed to determine adequate compliance with applicable standards and guidelines. Moreover, they can and should be instrumental in identifying problem areas and potential improvements, along with corrective and preventive actions.

The research reported in this paper is aimed at developing knowledge on organizing NPD systems to optimize their contribution to performance. To this end, a systems approach to fit is used to explain the context-structure-performance relationships for NPD performance, specifically in terms of fit with market demands of the product concept and fit with time constraints of the development process. From a sample of 164 US firms, the top 15 % performers in terms of both fit with market demands and fit with time constraints have been identified. An optimized ‘Ideal Profile’ for the organization of NPD systems, formed by a consistent pattern of: NPD Process, NPD Project Structure and Management, Innovation Climate, and NPD Goal Setting and Portfolio Management, followed from the analysis of the NPD configuration of these top performers. For the calibration sample (the other 85%) significant deviation from the ideal profile on all elements of the configuration was found, the correlations between NPD Performance Fit with Market Demands and Fit with Time Constraints and total Euclidean distance are also significant. Overall, these results provide evidence for the proposition that (1) new product success is a function of a set of NPD development system decisions and (2) to truly understand the impact of those decisions, they must be considered as a holistic system. The contribution of this research is in the empirical validation of the internal consistency of an ideal organizational profile for NPD systems achieving both a high NPD performance in terms of market acceptance of their new products as well in terms of the satisfactory level of the development times of those products. By also examining ideal profiles for each of these NPD performance dimensions separately, the conflicting demands created by multiple performance metrics are highlighted as well as the organizational trade-offs necessary for optimal performance. In terms of managerial implications, this also gives direction for organizational redesign to firms either wanting to maximize their product concept (Fit with Market Demands) or development process (Fit with Time Constraints) performance.

Актуальность предложенной темы исследования обусловлена решением проблемы достижения экономического роста в России, тесно связанной с ускоренным развитием инновационной сферы. Предстоящий период развития страны будет сделан на применении принципиально новых прогрессивных технологий, построенных на принципах безотходности, материало- и энергосбережения; выпуске продукции, обладающей новыми потребительскими свойствами; современных методах выработки и реализации организационно-управленческих решений; новейших формах организации инновационной деятельности и т.д. В современных условиях интенсивность инновационной деятельности компаний во многом отражается на уровне экономического развития, а построение инновационной экономики является одним из эффективных путей повышения конкурентоспособности страны. Проблема построения эффективной системы управления инновационной деятельностью обусловлена сложностью управления процессом генерации, отбора инновационных идей, а также процессом внедрения инноваций через традиционную управленческую структуру со всеми трудностями, присущими управлению изменениями. Новизна исследования состоит в создании системы управления инновационной деятельностью в организациях, способствующей разработки и внедрению современных технологий, имеет важное научное и практическое значение для современной российской экономики. The relevance of the proposed research topic is due to the solution of the problem of achieving economic growth in Russia, which is closely related to the accelerated development of the innovation sphere. The upcoming period of the country's development will be based on the use of fundamentally new progressive technologies based on the principles of wastelessness, material and energy conservation; release of products with new consumer properties; modern methods of development and implementation of organizational and managerial decisions; the latest forms of organizing innovation activities, etc. In modern conditions, the intensity of companies' innovative activities is largely reflected in the level of economic development, and building an innovative economy is one of the most effective ways to increase the country's competitiveness. The problem of building an effective system for managing innovative activities is due to the complexity of managing the generation process, selecting innovative ideas, as well as the process of introducing innovations through a traditional management structure with all the difficulties inherent in managing change. The novelty of the research lies in the creation of a system for managing innovative activities in organizations that facilitates the development and implementation of modern technologies; it is of great scientific and practical importance for the modern Russian economy.

The generic theory of social innovation appeared in early 2000. Therefore, the role of social innovation was been increased in last decades in the light of macroeconomic transformation of World economy and the great development of social networks. Under social networking new business activites appear in the globalized market, even known as social business. Most programmes of the European Commision have orientation on a high speed of knowledge transfering from scientific research system to business or public life. New organization models of business use a tremendous amount of social information and usually social networks serve for the greater impact on improving structure of business environment and implementation of digital managerial solutions. Social networking serves for production of new knowledge and creation of the new ecosystems for social innovation. The authors of this article are presenting the new aspects of social innovation performance by using the content analysis for identification the role and functions of social innovation under digitalization of business environment. The research is focused on the clarification of social networking effects and better understanding why social innovation is becoming so powerful tool for business start-ups and social communication. The content analysis is used in case to highlight the comparative aspects of social innovation in different economical activities.